Job Postings
Human Resources Coordinator Integrity Staffing San Diego 1/27/2012
POST A JOB
As a Member Benefit, you can post your job on the NCPA website at no additional cost. Non-Members may also post on the NCPA website for a nominal fee of $25. Additional terms and conditions apply (below).
MEMBERS:
Email your 1-page job posting as a PDF attachment to resources@ncpasd.org. You will receive confirmation via email.
NON-MEMBERS:
Your payment of $25 is due prior to posting online. To submit payment CLICK HERE then email your posting as a PDF attachment to resources@ncpasd.org. Email confirmation will follow.
Terms & Conditions
Job will expire after 30 days and can be removed at any time per your request.
Posting will be alerted to the NCPA LinkedIn Group (members only).
Space allowed is 1 page and must be formatted as a pdf.
The NCPA does not make any modifications to the posting.
Information expressed in the posting is a representation of the company and not of the NCPA.
The NCPA reserves the right to refuse to post at its discretion.
$25 non-member fee is non-refundable and non-transferrable.
February Luncheon
Wednesday,February 8, 2012
11:30 - 1:00
Hilton Garden Inn, Carlsbad
Sexual Harassment Prevention in 2012: Techniques and Cutting-Edge Issues
This program will discuss ways that human resources professionals and companies can prevent illegal harassment, including sexual harassment, in the workplace. It will also cover some recent court cases on harassment and will explore the effect of technology (including social media) on harassment prevention and harassment claims.
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Click Here to Register
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LEGAL UPDATE
NCPA LEGAL UPDATE
January 2012
By Chris Olmsted, NCPA Legislative Chair
California Supreme Court Addresses Administrative Exemption Favors Employers, But Leaves Unanswered Questions
When an employer classifies a group of employees as exempt under state and federal wage and hour law, that decision is subject to challenge by the employees or a government agency. The wrong decision can result in expensive litigation and huge liability to the employer. The administrative exemption is perhaps the hardest to understand and apply. In a recent case titled Harris v. Superior Court, the California Supreme Court made a ruling favorable to employers, but it left a number of unanswered questions regarding the administrative exemption.
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